Having posted the above I am surprised that no "flak" arrived from the "where-would-we-be-only-for-the-working-mother" brigade. I worked for a semi-state company up to a good few years ago. It had a policy (no longer in operation, I hear) that when a mother returned to work after maternity leave she could opt for another special leave option where she would receive a fraction of her pay, but this leave counted towards her pension and did not break service and no annual leave was lost as a result either. Her colleagues would be in on it also inasmuch as they had some say because they were picking up the mother's work load and at no extra cost. The company had some saving on the matter, so it was a win/win situation.
Where I work currently there are people (100% female) who object as far as possible regarding maternity leave, special leave without pay, career breaks etc.
I think there is some sort of mid ground (within workable limits though) where workers can opt for the fraction-of-pay leave within some limits where it can be given. This would allay some of the child minding costs and perhaps allow more effective parenting? And do not forget real team bonding and mother/child bonding too. And for the burn-the-bra brigade this could be made operable for the father also.